Apart from the assessment of the current engagement rates, an HR manager will also need to establish the framework for increasing staff members’ engagement and boosting their loyalty toward the organisation. For this reason, the notion of employee value proposition has to be introduced to the context of Etisalat’s organisational environment. The concept of the employee value proposition implies the balance between the benefits received by staff members and the rewards that the organisation hands to them for achieving a particular accomplishment. At Etisalat, the shift of the employee value proposition from the effective and innovative management of a particular task to the application of a self-directed effort to improve one’s competencies and become a part of the corporate culture should become the main goal. The value of the staff members should no longer be rooted solely in their current assets but also their potential and the steps that they take in order to fulfil it.
The emphasis on the professional and personal growth of employees along with the provision of resources required for the described goal to be reached is believed to produce a vastly positive impact on the target demographic. Even though some of the staff members may show highly negative attitudes toward the idea of making a continuous effort in pursuing a professional improvement, the support and empathy that the organisation will offer to them along with the resources needed to continue professional education is believed to produce a positive effect.